Today’s diversified work environment requires a broad range of skills. Your business various vital job-related qualities from your employees. Employers that effectively use assessments in their selection process often identify and select better qualified candidates resulting in improved performance of their workforce.

Performance Assessments typically focus on measuring specific job skills or job knowledge, but can also assess more general skills such as organizational skill, analytic skills, and interpersonal skills. These tests typically require performance of tasks that are the same or similar to those performed on the job to assess their level of skill or competence.

Selection

Identify and hire the best people for the job and the organization in a standardized, fair, and efficient manner.


Placement

Assign people to the appropriate job level based on knowledge and skill. Assessments provide information that helps organizations achieve the best fit between employees and jobs.


Promotion

Identify employees who possess the right blend of skills or show higher level capabilities, so the appropriate employees can be promoted to assume greater duties and responsibilities.


Training & Development

Assess the current state of your employees, identify skill gaps, and design or modify targeted training programs based on identified gaps.


Program Evaluation

Determine whether employees are benefiting from training and development programs.


Below are some advantages to using assessments in your selection, promotion, or training processes:

  • Results provide valuable information regarding a candidate’s workplace attitudes, behaviors, & abilities
  • Assessments are tied to key competencies or KSAs required for the job, in a legally defensible way
  • Reduce business costs by identifying individuals that possess the needed skills and abilities
  • Are less likely to differ in results by gender and race than other types of tests
  • May be more accepted by test takers due to the obvious link between the test and the job
  • Less likely to be influenced by test taker attempts to impression manage or fake responses
  • Can be used to provide specific developmental feedback
  • Provides test takers with a realistic preview of the job and the organization
  • Screen out candidates that are likely to display risky or aberrant behaviors
  • Reduce the risk of a “bad” hire
  • Reduce turnover by selecting individuals who are a good fit
  • Increase quality and productivity of workforce
  • Improve resource utilization – reduced time conducting unnecessary interviews
  • By developing and conducting valid and legally sound assessments, it would be determined whether or not the applicant/incumbent possesses the minimum level of knowledge/skills/abilities to perform the job to standards. Additionally through assessment, specific training needs can be identified so that targeted training can occur and be incorporated into a developmental plan for an employee. Regardless of the type of assessments used, they will be most effective if they:

  • Are based on thorough and accurate job information (gathered through a job analysis)
  • Are constructed with a consideration of guidelines for quality test development
  • Are highly structured, so all are given the same opportunities and evaluated on the same basis